AGREEMENT

BETWEEN THE

BOARD OF SCHOOL DIRECTORS

OF THE

WALLENPAUPACK AREA SCHOOL DISTRICT

AND THE

WALLENPAUPACK AREA EDUCATION ASSOCIATION

FOR THE SCHOOL YEARS

2016 - 2017

2017 - 2018

2018 – 2019

2552 ROUTE 6

HAWLEY, PA 18428-9045

Table of Contents Act 80 Days ........................................................................................................................................ 7

Adoption of New Policy ..................................................................................................................... 6

Agreements of Specifications........................................................................................................... 19

Appendix “A” Salary ....................................................................................................................... 24

Appendix “B” Athletic ..................................................................................................................... 30

Appendix “B” Co-curricular ............................................................................................................ 31

Appendix “C” Sick Leave Bank ....................................................................................................... 35

Assault ................................................................................................................................................ 4

Assigned Periods ................................................................................................................................ 6

Association Leave .............................................................................................................................. 2

Association Rights .......................................................................................................................... 1,2

Athletic Schedule ............................................................................................................................. 30

Highmark Classic Blue .................................................................................................................... 14

Calendar ............................................................................................................................................. 5

Central Attendance ............................................................................................................................. 6

Certification........................................................................................................................................ 9

Child Rearing Leave ......................................................................................................................... 11

Class Size ........................................................................................................................................... 8

Coaching Sweaters ............................................................................................................................. 6

Co-Curricular Schedule .................................................................................................................... 30

Committee Appointment .................................................................................................................... 2

Community Education ....................................................................................................................... 9

Continuing Professional Development .............................................................................................. 4

Crowd Control ............................................................................................................................... 7,18

Curriculum Rate ............................................................................................................................... 18

Death in Family ................................................................................................................................ 11

Dental Program ................................................................................................................................ 15

Department Chairman ........................................................................................................................ 6

Disciplinary Action ............................................................................................................................ 8

Discipline Committee ........................................................................................................................ 8

Duty Free Lunch ................................................................................................................................. 7

Emergency Days ............................................................................................................................... 12

Evening Activities .............................................................................................................................. 7

Express Scripts ............................................................................................................................ 14,15

Faculty Rooms.................................................................................................................................... 6

Fair Share ......................................................................................................................................... 19

Field Trips .......................................................................................................................................... 6

General Liability............................................................................................................................... 16

Grade Level Coordinator .................................................................................................................... 6

Graduate Study ................................................................................................................................. 17

Grievance Procedure ........................................................................................................................ 20

Homebound Instruction .................................................................................................................... 18

Hourly Rate for Activities ................................................................................................................ 18

Induction ............................................................................................................................................ 4

Inservice ............................................................................................................................................. 5

Inspection of Written Reports ............................................................................................................ 3

Jury Duty .......................................................................................................................................... 11

Lab Coats ........................................................................................................................................... 6

Leave without Pay ............................................................................................................................ 14

Life Insurance ................................................................................................................................... 15

Longevity.......................................................................................................................................... 24

Long Term Disability ....................................................................................................................... 18

Maintenance of Membership ............................................................................................................ 19

Medication.......................................................................................................................................... 8

Meetings .......................................................................................................................................... 5,7

Membership Dues .............................................................................................................................. 3

Parent Conference .............................................................................................................................. 7

Payroll Deductions ............................................................................................................................. 3

Personal Days ........................................................................................................................... 4,12,13

Place of Residency ............................................................................................................................. 4

Preamble ............................................................................................................................................. 1

Promotions .................................................................................................................................... 9,10

Recognition ........................................................................................................................................ 1

Religious Observation ...................................................................................................................... 13

Retirement .............................................................................................................................. 15,16,19

Review Personnel File ........................................................................................................................ 3

Right to Leave Building ..................................................................................................................... 3

Sabbatical Leave .............................................................................................................................. 10

Salary ...................................................................................................................................... 24,25,26

Salary Adjustment Key for Appendix “B” .................................................................................. 30,34

School Nurse ...................................................................................................................................... 7

School Sponsored Activities .............................................................................................................. 6

Selective Service .............................................................................................................................. 12

Seniority ........................................................................................................................................... 20

Sick Leave ................................................................................................................................ 4,13,14

Sick Leave Bank ..................................................................................................................... 35,36,37

Staff Meetings .................................................................................................................................... 7

Student Assistant Team ...................................................................................................................... 9

Student Teaching ................................................................................................................................ 4

Substitutes .......................................................................................................................................... 6

Summer Program ............................................................................................................................... 9

Teacher Assistants .............................................................................................................................. 6

Teacher Evaluation ........................................................................................................................... 10

Teaching Assignments ....................................................................................................................... 4

Teaching Rights ................................................................................................................................. 3

Transfers ........................................................................................................................................ 9,10

Unsafe Conditions .............................................................................................................................. 8

Vacancies, Promotions and Transfers ........................................................................................... 9,10

Vision Care....................................................................................................................................... 17

Visitations, Conferences and Costs .................................................................................................. 13

Work Day ........................................................................................................................................... 8

Workman’s Compensation ............................................................................................................ 5,18

WAEA Contract – Page 1

PREAMBLE

The Board and the Association, since schools are for children, firmly believe that the primary

function of the Board and its professional staff is to assure each boy and girl attending the Wallenpaupack

Area Schools the highest level of educational opportunity obtainable. The Board recognizes teaching as a

profession and believes with the Association that the objectives of the educational program are realized to

the highest degree when mutual understanding, cooperation, and effective communications exist between

the Board and its professional staff.

The Board and the Association acknowledge the Board to be the only legally constituted body

responsible for the determination of policies covering all aspects of the Wallenpaupack Area School

District under and in accordance with pertinent statutory law and rules and regulations promulgated by the

Department of Education of the Commonwealth of Pennsylvania, which responsibility the Board cannot

reduce, negotiate, or delegate, and which is not reduced, negotiated, or delegated hereby.

ARTICLE I

RECOGNITION

The Board of Education of the Wallenpaupack Area School District hereby recognizes the

Wallenpaupack Area Education Association as the exclusive representative of the employees of the

above-named employer in the unit described below for purposes of collective bargaining with respect to

wages, hours and terms and conditions of employment, including extra and co-curricular activities of all

members of the bargaining unit.

UNIT: In a subdivision of the employer unit comprised of full-time classroom teachers under

contract, guidance counselors, speech therapist, librarians, and school nurses in active service and on

leave; excluding, however, all supervisors, first-level supervisors, and confidential employees. A Nisi

Order of Unit Clarification dated July 20, 1998 added occupational therapists and physical therapists.

Social workers were added by agreement between the Association and the Board. A Nisi Order of Unit

Clarification dated September 22, 2006 added school psychologists and crisis counselors. Athletic trainers

were added by agreement between the Association and the Board.

Unless otherwise indicated, the terms "teacher" and "professional employee", when used in this

Agreement, shall refer to all members of the bargaining unit.

ARTICLE II

ASSOCIATION RIGHTS

A. The Association shall have access to District public records.

B. Representatives of the Association shall be excused from duties during school hours for

negotiations, grievance procedure, fact-finding and mediation without loss of pay, "provided the

Board has agreed to schedule such proceedings during school hours or when a fact-finding panel,

fact-finder or mediator designated by the Pennsylvania Labor Relations Board has scheduled such

meetings."

C. The Association and its representatives will have the right to use the school building without

charge for association business, "only when such business is conducted outside of school hours

Page 2 - WAEA Contract

and for lawful purposes, and in suitable room(s) approved by the Principal. The term school hours

means when students are present for instructional purposes."

D. The Association shall have the right to use the school facilities and equipment such as computers,

copiers, telephones, etc., when the use does not interfere with the regular school program, that the

district be reimbursed for all materials used, and that no teacher instruction or supervisory time be

used in the preparation of materials.

E. School mailboxes, intra- and interschool mail, faculty room bulletin boards (in their absence,

school bulletin boards) shall be available to the Association.

F. The Association shall be entitled to up to one (1) hour for an Association meeting on the first

teacher day of the school year.

G. Association representatives shall have the right to meet with members of the Association and of

the district staff at mutually convenient times when they are not engaged in instruction or student

supervisory assignments. Under normal conditions, supervisory assignments will not be scheduled

during preparation periods.

H. The Association will be permitted to send as many delegates as are eligible to represent the

Association and one additional alternate to attend State and Regional meetings without loss of pay.

The Association shall be granted a total of twelve (12) association days per year if eligible for

three (3) voting delegates, sixteen (16) days if eligible for four (4) voting delegates and twenty (20)

days if eligible for five (5) voting delegates. The Association will verify the number of eligible

delegates. The approval of the President of the Association will be required before these days will

be granted. The request will be submitted on a professional form for convenience.

I. The Association President will have ten (10) periods per week scheduled for Association business.

At the request of the President of the Association, to the Superintendent, 5 of these periods may

be assigned to a designated Association leader.

J. The Board or its representatives will meet with the Association periodically to discuss

recommendations submitted by the Association.

K. The Association will be provided ten (10) minutes for Association purposes during regular faculty

meetings.

L. If Association members are elected or appointed to region, state or national office (PSEA/NEA),

the district will not reasonably prevent the member from fulfilling the responsibilities of such

office as required and documented by PSEA. For responsibilities requiring per diem service, the

district will be reimbursed for the cost of a per diem substitute. If a full year leave is required, the

Board will grant such leave without pay.

M. The District will comply with state mandated procedures in the appointment of teacher

representatives selected by teachers to serve on Act 48 Committees and/or strategic planning

committees.

WAEA Contract – Page 3

ARTICLE III

PROFESSIONAL EMPLOYEES' RIGHTS

A. Nothing contained herein shall be construed to deny or restrict any professional employee such

rights as he/she may have under the Public School Code of 1949 as amended, the Public Employee

Relations Act, Act 195, or any other applicable laws and regulations.

B. A teacher shall have the right to leave the building during unassigned periods with the approval of

the building principal or a designated deputy. Such approval will not be arbitrarily denied;

however, members of the professional staff shall be expected to meet their scheduled instructional

and supervisory obligations punctually.

C. Effective September 1, 1971, every teacher shall be permitted to inspect any written report being

made about his/her conduct or proficiency (other than pre-employment references or references

being given out of the district by the Administration) before it is included in his/her personnel file.

This inspection shall be for the purpose of reviewing the report and commenting on it. Such

comments made by this teacher shall be made in writing, signed by this teacher, and shall be

inserted in the teacher's personnel file, together with the report to which such comments are

related. The teacher shall be entitled to a copy of the report and the comments if the report is

included in his/her personnel file.

D. A teacher may review his/her personnel file, upon reasonable request, during the year, in the

presence of the Superintendent or his/her designee.

E. The employer shall deduct, from the salary of the Association membership, dues of the

Association and transmit the deductions to the Association provided the employer has been

presented with cards signed by the teachers authorizing such deductions. Deductions shall be made

in eight (8) consecutive equal payments beginning with the first payroll in October.

The Association shall hold the Board harmless upon receipt of any monies deducted and remitted

to the Association upon receipt of these monies pursuant to this section.

All payroll deduction authorization cards shall be collected and approved by the Association which

shall submit the same to the employer by the end of September to qualify for deductions during the

current school year.

F. The following additional payroll deductions shall be made available: annuity program, 529 plan,

supplemental insurance, payroll savings, credit union and other mutually agreed-to payroll

deductions. It is understood that no more than two (2) adjustments of sums to be deducted per

professional, per specific payroll deduction, will be authorized per year. During the 2008-2009

school year a pilot program will establish a voluntary IRC Section 125 Plan for dependent care

and/or additional health expenses. Voluntary contributions by a member may be made to the

account in an amount designated by the member up to the plan maximum. (All monies not used by

the end of the year will be forfeited by the employee and will be used to offset plan administrative

costs.) This program will be managed by Kades-Margolis. If either the District or the Association

is dissatisfied with the program, the parties will renegotiate the issue and either change vendors or

discontinue the plan.

Page 4 - WAEA Contract

G. Teachers will be given their teaching assignments for the following year sixty (60) days prior to

the opening of the school year. Teachers will be given course assignments, as opposed to subject

area assignments and will be notified within two (2) weeks if any changes become necessary. All

known supervisory assignments for teachers will be included. Teachers will be given a tentative

list of all students assigned to their classes and study halls prior to the first day of school for

students.

H. Teachers will be notified in September of each school year of the number of accumulated sick

leave days and accumulated personal leave days to their credit.

I. Teachers shall have personal use of telephone facilities for home calls and for local calls. This

privilege will not include use of phones during teaching periods or other professional assignments.

The Association will be billed for long distance telephone calls on Association business.

J. No limitations shall be placed upon study, investigation, presenting and interpreting facts and ideas

concerning man, human society, the physical and biological world and other branches of learning,

subject only to accepted standards of educational responsibility and good taste.

K. On-line learning resulting in Wallenpaupack credit will be operated in accordance with this

contract. During the 2013-14 school year, the district and the association will jointly seek to

expand offerings by the district or jointly with neighboring districts and associations. The district

and association will negotiate all impacted contract issues.

L. Teachers will serve as co-operating teachers in the student teaching program only after they are

consulted by the Administration and approve serving in such a capacity.

M. The district's New Teacher Induction Program (Section 49.16, Title 22 of the Pennsylvania School

Code) and Continuing Professional Development Program (Act 48 of the Pennsylvania School

Code) shall be developed and implemented in accordance with State regulations and guidelines.

Wages, hours and conditions of employment relevant to these two programs shall be matters for

meet and discuss, upon the request of the Association, in accordance with Act 195, Section 702.

N. Place of residency shall not be a condition of employment or advancement.

O. A member of the bargaining unit who is assaulted by a student while performing duties for the

School District shall not lose any sick leave, salary or other benefits because of absences due to

injury resulting from such assault under the following circumstances, except where the teacher is

contributory negligent.

1) The employee is required to notify his/her immediate supervisor no later than one (1) school

day after the day the alleged assault occurred.

2) The employee is required to file criminal charges with the proper law enforcement agency

against the alleged assailant(s).

3) Anyone making a claim will submit to a physical examination by doctors selected by the

Board, as often as reasonably required, and will provide the Board with authorization to obtain

medical reports. Said examination will be at the School District’s expense.

4) The alleged assault must have taken place during an assigned day on school premises or during

a school related activity to which an employee has been assigned.

WAEA Contract – Page 5

5) Continuation of salary and benefits shall not exceed one calendar year from the date of the

alleged assault.

6) The employee is required to file a claim under Workman’s Compensation Laws of

Pennsylvania and cooperate in the pursuit of the claim. In the event the employee receives

benefits under Workman’s Compensation Laws of the Commonwealth of Pennsylvania for the

disability, the employee shall reimburse the School District the amount of money equal to the

Workman's Compensation benefit received while being entitled to full School District salary

payments. The Board shall continue payments to PSERS (Public School Employees

Retirement System) and work with the employee to retain active member status through use of

special sick leave.

P. For Workman's Compensation cases not involving assault, the employee shall reimburse the

School District the amount of money equal to the Workman's Compensation benefit received

while being entitled to full School District salary payments. The Board shall continue payments to

PSERS (Public School Employees Retirement System) and work with the employee to retain

active member status through use of earned sick leave, sick leave bank and/or special sick leave.

ARTICLE IV

SCHOOL CALENDAR

A. The school calendar will provide snow days as determined by the Board. Any unused snow days

will be used to extend vacations or to shorten the school year.

B. Professional contracts will be written for 187 days - 180 pupil days plus seven (7) additional days

for teachers: two (2) days just prior to Labor Day and prior to the opening of school with one of

the days for district inservice planned by the Act 48 Implementation Committee (an hour long

Association meeting will be scheduled during that day at a time when all Association members

are available at the same location), and the other day with building level meetings scheduled

during the forenoon and teacher self directed time in the afternoon; one (1) day during the fall for

inservice, either district or building, planned by the Act 48 Implementation Committee; one (1)

day at the end of the first semester (this day may be scheduled at a different time or eliminated by

agreement between the Superintendent and Association President); one (1) day immediately

preceding the closing of school; one (1) day to be used as six (6) hours of time combined with the

additional six (6) hours in Article V - M and used as indicated in Article V; and one (1) day to be

determined as the result of a 1994-1995 pilot program described in the next paragraphs.

Six (6) hours of approved "out of school flex time" meetings, curriculum/instructional work and

other professional activities. The Act 48 Implementation Committee will monitor the process

with final resolution of disputed cases resolved by agreement between the Superintendent and the

Association President. If no agreement is reached, the activity will not be approved.

The program will be reviewed by July 1 each year and will be discontinued or changed by mutual

agreement, if either the District or the Association chooses to do so.

Activities planned for the inservice days and any time available during the day at the end of the

first semester will be at the discretion of the Act 48 Implementation Committee.

C. Early dismissal will be scheduled before Christmas for students and staff.

Page 6 - WAEA Contract

D. The school calendar, prior to adoption, shall be given to the Association for recommendation(s).

These recommendations will be given serious consideration.

ARTICLE V

GENERAL CONDITIONS OF EMPLOYMENT

A. The Board will continue to maintain existing faculty rooms and lavatory facilities exclusively for

teachers' use and same will be provided in any new buildings.

B. Teachers will have free admission to school sponsored activities except for class and club

sponsored activities.

C. Lab coats will be provided for lab teachers, smocks for art and home economics teachers, shop

coats for vocational and industrial arts teachers and coaching sweaters for coaches in all sports.

D. Teacher assistants will be available to assist classroom teachers. Teacher assistants will be

assigned non-instructional duties by the administration. Teachers may be relieved of

non-instructional duties. It is not the intent of this provision that teachers will assume additional

responsibilities. No teacher will be released or furloughed as a result of this provision.

E. The Board will seek the views of the teachers in planning changes in the physical facilities, but

the Board cannot delegate any of its statutory responsibilities to the teachers in this respect.

F. A central attendance system will be continued.

G. Every prudent attempt will be made to schedule teachers with a maximum of thirty (30) assigned

periods, or equivalent of teaching time in the high school.

H. The Board will pay the cost of transportation for field trips in accordance with existing policy as

outlined in the teacher handbook, recommended by the Principal and approved by the

Superintendent.

I. The authorized list of teacher substitutes maintained by the School District shall be made

available to the Association upon request. All teachers will have the privilege of recommending

their substitutes.

J. The Board recognizes that if adoption of a new policy or the modification of existing policies

"relative to terms and conditions of professional employment and working conditions

substantially modify any of the other articles of the agreement, those and only those would have to

be negotiated and embodied in specific amendments to such agreement."

K. The grade level coordinator or department chairman with four (4) or more members, including the

chairman, will receive a stipend of $7,892 in 2016-17, $8,129 in 2017-18, $8,372 in 2018-19,

plus any salary adjustment for experience and any percentage increase granted for positions listed

in the co-curricular schedule - Appendix B. The grade level coordinator or department chairman

with less than four (4) members will receive a stipend of $4,697 in 2016-17, $4,838 in 2017-18,

$4,983 in 2018-19, plus any salary adjustment for experience and any percentage increase granted

for positions listed in the co-curricular schedule - Appendix B. The Association will have input in

all job descriptions written for these positions. All appointments to these positions will be made

considering interview results, seniority and Association input. The stipend replaces unassigned

WAEA Contract – Page 7

periods for department business (five periods for four or more and three periods for less than

three). Grade level coordinators and department chairs will have flexibility when scheduling time

requirements for performing their duties.

L. All regular meetings of the staff will be pre-arranged and sufficient notice of five (5) days will be

given to employees expected to attend these meetings. All special meetings of the staff will be

pre-arranged and advance notice given to employees expected to attend these meetings.

Emergency staff meetings as determined by the Principal may be called without prior notice after

consulting with the Association President or his representative. The number of after-school

faculty meetings will be kept to the minimum necessary for effective operation of the school

district.

M. The Board will continue early dismissal for two parent conference days in November. On those

two days, an additional half hour will be added to the school day. The program will be

discontinued if either the District or Association chooses to do so.

Six additional hours added to Act 80 days in the 1993-1994 school year will be combined with

six hours (representing the 187th day referred to in Article IV - B) to total twelve hours of

designated time for department/grade level meetings. This time will be scheduled by department

chairs/grade level coordinators in cooperation with building administrators at a mutually

convenient time for all teachers in the department/grade level. Use of this time is restricted to

department/grade level meetings and activities, professional development opportunities, and high

school second semester voluntary evening parent conferences. Department chairs/grade level

coordinators will review and report the completion of these twelve hours.

Final resolution of disputed cases between the department/grade level leader and the member will

be resolved by agreement between the Superintendent and the Association President. If no

agreement is reached, the activity will not be approved.

N. All professional employees shall have the State mandated thirty (30) minute duty free lunch

period unless mutually acceptable arrangements are made.

O. The teacher shall not be responsible for evening activities except on a voluntary basis. For the

purpose of this subsection, the term "evening activities" does not relate to activities for which

additional compensation is authorized under Article X.

P. All parent conferences will be arranged during the course of the school day where practicable. All

after-school parent conferences will be arranged at a time agreeable to the teacher.

Q. The school nurse will be relieved of cafeteria duty.

R. Teachers involved in sponsoring a club activity will not be responsible for crowd control or for

arranging for crowd control when their group is performing. This will include coaches, drama

directors, choral directors, band directors, class advisors, and all club advisors. The athletic

director will be responsible for handling crowd control at all athletic events with the approval and

advice of the Principal on the number of volunteers needed. The Principal or his assistant will be

responsible for providing for crowd control at all other events and activities sponsored by the

school.

Page 8 - WAEA Contract

S. The Association feels that a low ratio of students to the individual classroom teacher is essential

to the fulfillment of the purpose of the Wallenpaupack Area School District. The Board and the

Association agree that a class exceeding thirty (30) is not conducive to acceptable learning.

Kindergarten, primary grades, specialized areas, and mathematics should have considerably fewer

students.

T. Conditions that endanger the health, safety or well-being of the students or teachers of the district

should be brought to the attention of the administrative staff. If unsafe and hazardous conditions

that exist in the school district are identified, they will be corrected.

U. Employees in the bargaining unit shall not be required to administer medication to pupils without

authorization by supervisory personnel. No employee shall be required by the employer to

dispense or administer medication or perform any other medical function when a school nurse is

available. Should a nurse not be available in a school or an emergency arises the employer agrees

to indemnify and hold harmless such employee from any liability that might result.

When rendering aid to a student facing a health emergency, a teacher’s duty of care is that of a

reasonable person under the circumstances. As such it is lower than a medical professional who

must render reasonable medical care, it is lower than a health volunteer who has some training

and must perform accordingly, it is even lower than the duty of the child's own parent who is

familiar with the peculiarities of his/her own child. All that is required is calm, deliberate action

reasonably calculated to protect the child's health.

V. The teacher work day shall not exceed the limits set forth below. Such work day shall include a

duty-free lunch period and the time required to be on school premises prior to and subject to

student arrival and departure. The maximum teacher work day shall be:

(1) In the high school - 7 hours

(2) In the middle school - 7 hours

(3) In the elementary school - 7 hours

(4) Itinerant teachers - governed by the limits of the building in which they are

working, not to exceed high school.

W. No employee will be disciplined or reduced in rank or compensation before he/she has had two

written notices from his/her supervisor stating the reasons for the dissatisfaction(s) with the work

being performed. If the employee is dissatisfied with the written notices, he/she may ask for a

conference with the Superintendent of Schools or his/her designee to discuss the problems that

resulted in the notices being given. All information forming the basis for disciplinary action will

be made available to the employee and the Association. The employee shall be entitled to

representation by the Association at the conference with the Superintendent or his/her designee.

The employee shall be given notice of such meeting. Reasons for any disciplinary action may be

grieved.

X. A discipline committee composed of volunteers from the staff will meet with administration upon

the request of either party to review the school's student discipline policy and to make necessary

recommendations.

WAEA Contract – Page 9

Y. An attempt will be made to schedule teachers with no more than three separate class preparations

per day, unless a teacher agrees to such scheduling. Exceptions include self-contained classrooms

and subject areas where courses are offered only once.

Z. Teachers serving on Student Assistance Teams (FAME/SAP) shall have 2 assigned periods per

week, or the equivalent of teaching time in the high school, to fulfill responsibilities relating to

these programs.

ARTICLE VI

PROFESSIONAL QUALIFICATIONS AND ASSIGNMENTS

A. Every attempt will be made by the Board to employ teachers who hold valid certification.

B. When the Board considers it necessary to employ teachers under special arrangements, the Board

agrees not to pay any person filling a position which is part of the bargaining unit at a rate below

the Association-Board agreed-to salary schedule, provided these employees would be eligible for

any increments in Article X, Appendix A, unless, prior to the opening of school of the next year,

they had secured proper certification.

C. Any non-certified teacher who is assigned to teach in the District, due to the lack of a qualified

candidate, must hold or have applied for proper certification.

D. Bargaining unit members will be given first consideration in filling educational positions in both

summer programs and community education. Educational positions include those earning credit

and courses such as SAT Prep.

ARTICLE VII

VACANCIES, PROMOTIONS, AND TRANSFERS

A. Vacancies or new positions to be filled will be adequately publicized in all schools within thirty

(30) days. Such publicity should include description of the qualifications for and duties of the

vacant or new position(s). If such vacancy occurs less than thirty (30) days prior to beginning of

the school term or during the school term, all employees will be given a minimum of seven (7)

days notice before any appointment will be made.

B. The present staff of the school district must be given consideration in filling vacancies. If two or

more staff members apply to fill a vacancy and are equally qualified, the more senior staff

member shall be given first consideration.

C. No vacancy should be filled until all qualified applicants within the district have been

interviewed.

D. No teacher shall be transferred against his/her will to another assignment in the district if

volunteers within present employees who are acceptable to the Board are available and qualified

for such assignment, and unless such involuntary transfer is necessitated by the closing of a

school and/or the opening of a new school or a population shift. All employee transfers should

be resolved in a fair and equitable manner. If two or more volunteers request the same position,

the staff member with the greater seniority based on continuous service in the District shall be

given his/her first consideration. (Approved leaves do not constitute a break in service.) If

Page 10 - WAEA Contract

involuntary transfer becomes necessary, the employee with the least amount of continuous

service shall be the first considered for transfer. No employee will have the right to bump into a

position which is currently filled by another employee who is not affected by the reorganization.

If such involuntary transfer becomes necessary and a teacher so transferred claims undue

hardship, his/her complaint may be adjusted under the terms of the grievance procedure.

E. Any reductions in staff will be in accordance with Pennsylvania School Code.

ARTICLE VIII

TEACHER EVALUATION

A. All monitoring or observation of the work performance of a teacher will be conducted openly

and with full knowledge of the teacher. Within three (3) school days, teachers will be given a

copy of any observation report prepared by the supervisors and will have the right to discuss such

report with their supervisors. No observation involving any observation report shall be made

during the last five (5) school days.

B. Teachers will have the right to review the contents of their personnel file.

C. No material derogatory to a teacher's conduct, service, character or personality will be placed in

his/her personnel file unless the teacher has had an opportunity to review such material by

affixing his/her signature to the copy to be filed with the express understanding that such

signature in no way indicates agreement with the contents thereof. The teacher will also have the

right to submit a written answer to such material and his/her answer shall be attached to the file

copy.

A teacher may request that a material or materials be removed from his/her personnel file;

however, removal of this material or materials will occur only when the Superintendent or

his/her designee approves of same. The decision of the Superintendent or his/her designee with

regard to the removal of material or materials from personnel files is not subject to a teacher or

Association grievance unless it is alleged the material is untrue.

D. Persons making an evaluation of teachers shall be only those as qualified under the School Code.

All evaluation procedures will conform to the School Code.

E. Any new observation and/or evaluation systems will include Article VIII – A, B, C and D of the

contract. New state evaluation instruments will be jointly reviewed by the Superintendent or his

designee and the Association President. Sections of the evaluation involving district choice of

measures of student achievement will be selected jointly by the district and the association with

input from the Act 48 Implementation Committee. Any other issues subject to bargaining will be

similarly resolved. Disputes will be resolved by the Superintendent and the Association

President.

ARTICLE IX

LEAVE POLICIES

A. Sabbatical leave and compensated professional leave shall be as provided by the School Code,

Sections 1166, 1167, 1168, 1169, 1170, 1171, 522.1 and 522.2. Basic requirements are as

follows: ..."in ten (10) years of satisfactory service with at least five (5) consecutive years of

WAEA Contract – Page 11

such service in the district granting the leave… unless the Board of Directors shall in its

discretion allow a shorter time. . . ."

All applications shall be in writing. If the leave is for the first semester or for an entire year, the

request should be submitted on or before April 1. If it is to be taken for the second semester, the

request should be submitted on or before November 1.

B. Employees of the Wallenpaupack Area School District shall be granted child rearing leave after

a birth of a child or an adoption.

1. The employee shall provide the employer with no less than fourteen calendar days notice of

the beginning date for a child rearing leave, except in the case of a physician's written

notice of health emergency.

2. The maximum length of the leave shall be one full year.

3. The leave is granted without pay. The employee may wish to retain benefits during the

leave by paying the premiums to the school district.

Within one month of the date the teacher returns to work the employer will reimburse the

teacher for those premiums paid to the district. Within ninety (90) school days the

employer will reimburse the employee for credits taken during the leave.

4. Upon returning to service from a child rearing leave, the employee shall immediately be

assigned to the same position, which he/she held at the time the leave commenced. If that

position is no longer in existence, the employee shall be assigned to substantially

equivalent position. The employee shall not be denied any available position for which

he/she is properly certified.

5. The employee must provide the employer with no less than thirty (30) calendar day’s notice

of that employee's intention to resume employment. All rights of the teacher, including

seniority, will be restored after the leave.

C. Whenever a professional or temporary professional employee is absent from duty because of a

death in the immediate family of said employee, there shall be no deduction in salary of said

employee for an absence not in excess of five (5) consecutive school days immediately following

the death. Members of the immediate family are defined as follows: father, mother, sister,

brother, son, daughter, husband, wife, grandchild, parent-in-law, brother or sister-in-law, close

relative who resides in the same household and/or any person with whom the employee has

made his/her home.

D. Whenever a professional employee or temporary professional employee is absent from duty

because of the death of a near relative, there shall be no deduction in the salary of said employee

for an absence not in excess of three (3) consecutive school days immediately following the

death. Near relatives are: first cousins, grandparents, aunt, uncle, niece, and nephew. The

foregoing shall also be allowed the employee in the case of death of a near relative or in the

immediate family of the employee’s wife or husband.

E. Any employee called for duty on a jury or subpoenaed as witness shall be entitled to full

compensation from the district.

Page 12 - WAEA Contract

F. Any employees called for a Selective Service examination or hearing shall be entitled to full

compensation.

G. Teachers shall be entitled to three (3) personal leave days per school year during the term of this

Agreement. Unused personal days will be cumulative from year to year so that teachers, upon

proper request, may use a maximum of five (5) days in any one school year. No more than five

(5) days may be used consecutively. (Exception to 5 day maximum--any or all accumulated

personal days may be used in any one school year as sick days.)

These days shall not be used after May 31st. Emergency days will be allowed after May 31st

provided the days of personal leave have not been exhausted, and provided that emergency days

will be defined as follows:

1. To attend the graduation exercises of a member of the immediate family or of a relative

who resides in the same household.

2. To attend all courts pursuant to a subpoena where the employee is not a party to the

proceedings.

3. Marriage of the employee.

4. To attend the settlement of the estate of a member of the immediate family.

5. To attend the settlement of the sale or purchase of home or personal real estate.

6. An automobile accident when the employee is involved, or employee’s husband, wife, or

child.

7. The moving of the employee's homestead.

8. Taking a son or daughter to college.

9. Compulsory attendance at required university examination held during school hours.

10. Other reasonable responsibilities or requirements, which cannot be fulfilled at times other

than during, school hours.

Whenever possible, a request for a personal day(s) shall be entered into the appropriate

system no later than the day preceding the day of absence. The request should be

submitted as far in advance as possible.

Teacher’s absence for personal reason will be limited to no more than 15% of the District’s

teachers on any day. Approvals will be made in the order of receipt of leave requests.

H. An employee quarantined by a duly certified department of health shall receive full pay without

loss of sick leave during the period of quarantine.

I. In an emergency that the Board considers at its sole discretion to be an "Act of God" requiring

temporary absence-such as floods, hurricanes, tornadoes, domestic fire, etc., the Board on the

recommendation of the Superintendent may grant a day or days off with pay.

WAEA Contract – Page 13

J. Employees shall be permitted to visit other schools in the area which have outstanding programs

or to attend conferences of an educational nature or to present programs, provided the following

procedure is used:

1. Submit the request through the appropriate system at least seven (7) days prior to the time

of the date of the visit.

2. Upon the approval of the request, teachers may visit the same school or attend a conference

together providing proper arrangements can be made to take care of the classes. No

restrictions are placed on the day of the week teachers may attend conferences or visit

schools.

3. Upon returning from a visitation, the teacher shall submit to the District Office a statement

from the school visited verifying the nature of the visit.

4. The Principal may ask for an oral or written report of the teacher's visitation, workshop or

conference.

5. Due considerations shall be given to requests for two (2) or more successive days for a

visitation or conference.

6. The Board of Education will assume the following expenses: Mileage (at the approved

current IRS rate); the cost of registration; cost of housing; cost of meals to a maximum of

$82 per day in 2016-17, $83 per day in 2017-18, $84 per day in 2018-19. Receipt for

registration, hotels, etc., shall be submitted with request for payment.

When provided with reasonable notice, the Board will advance pre-registration fees, room

deposits, and air fare (tourist rate) where applicable, for teachers who have District

approval for teacher’s visitation, workshop or conference.

7. Expense accounts shall be submitted to the District Office. They will be approved and

processed at the next meeting of the School Board and paid accordingly.

K. When a day of major observance of a professional employee falls on a school day, leave time

other than a personal day shall be granted for the purpose of religious observance.

L. Sick leave will accumulate at the rate of ten (10) days per school year, and any such unused sick

leave shall be cumulative from year to year in the District of current employment or its

predecessors without limitation. All, or any part of such accumulated unused sick leave, may be

taken with full pay in any one or more school years. Maternity is treated like any other illness.

M. In the event that a teacher has expended his/her allotted number of sick days, the Association

will have a procedure, for obtaining additional sick days, contained in Appendix "C": Sick

Leave Bank Guidelines.

N. Absence due to illness of a member of the teacher's immediate family will be charged against the

employee's sick leave. Immediate family is defined in Article IX, Item C.

O. Leave without pay may be granted to any teacher, upon request, who has served the District for a

minimum of three (3) years. All rights including seniority rights will be restored after the leave.

The teacher may retain fringe benefits during the leave by paying the cost to the district.

Page 14 - WAEA Contract

ARTICLE X

ECONOMIC CONSIDERATIONS

A. The salary schedule for the school years 2016-17, 2017-18, 2018-19, shall be presented in

Appendix "A".

B. The salary schedule for co-curricular activities for the school years 2016-17, 2017-18, 2018-19,

shall be presented in Appendix "B".

C. The coverage of Highmark Classic Blue (or equal with Association approval determined by a

membership vote) will be as follows:

1. A college student rider will be included in this Plan to include children of members of the

group to the age of 23, if they are attending college full-time. Currently children are

covered to the age of 26 under the Federal Affordable Health Care Act.

2. The Plan design will be as follows:

o $100.00 Deductible

o Maximum 3 Separate Deductibles Per Family

o Coinsurance Maximum - $350.00 Per Person

o Coinsurance Maximum - $1,050.00 Per Family Aggregate

o Coinsurance 80% Insurance Responsibility

20% Patient Responsibility

As per plan design, married couples employed by the District shall not be eligible for

duplicate plans, however, as a dependent, per this plan, visitation limits for those plan

participants shall be double for the following therapy visits: occupational therapy, physical

therapy, cardiac rehabilitation, speech therapy, respiratory therapy, pulmonary

rehabilitation, hospice and chiropractic manipulative benefits. Other therapy visits that are

created for the plan during the duration of this agreement shall apply similarly. Employed

married couples will be eligible for the duration of this contract or until one of two spouses

retires or resigns.

All health benefits included in the Highmark Classic Blue plan in 2016-2017 will continue

throughout the term of the contract.

3. The coverage of Express Scripts – RX/Prescription will be as follows:

o $350.00 Maximum Per Person

o Prescription Retail Tiers - $0.00/$5.00/$10.00/$20.00 Copays

o Prescription Mail Order Tiers - $0.00/$10.00/$20.00/$50.00 Copays

RX/Prescription Includes: Select Home Delivery, Prior Authorization, Step

Therapy, Quantity Limits and Formulary Changes

WAEA Contract – Page 15

As per the plan design, married couples employed by the District shall not be eligible for

duplicate plans, however, as a dependent of the plan, married participants will be

responsible for the following copays:

o $150.00 Maximum Per Person

o Prescription Retail Tiers - $0.00/$2.50/$5.00/$10.00 Copays

o Prescription Mail Order Tiers - $0.00/$5.00/$10.00/$25.00 Copays

Employed married couples will be eligible for these copays for the duration of this

agreement or until one of the two spouses retires or resigns.

4. The District will pay the total of the Highmark Classic Blue health insurance coverage and

Express Scripts prescription coverage for all employees and their families.

5. Retired teachers will be kept as part of the group at their option until they reach age

sixty-five (65). Retirees will pay their own premiums.

6. The District will pay the total of the United Concordia Dental Care Program coverage for

the Basic Program and the Supplemental Basic Riders A, B, and C for individual full-time

members of the bargaining unit. Family Coverage is to be provided for full-time members

of the bargaining unit.

7. The district will provide an orthodontics rider for dependent children (including college

student rider) providing 50% coverage to $1,000 per individual.

New full-time professional or temporary professional employees hired for one (1) semester

or longer will receive coverage on the day they individually report for work.

If there is a national or state health insurance program enacted by congress or legislature, the

district will renegotiate the existing health care related items in the current contract to ensure

that employees will maintain contractual coverages.

D. During 2016-2019 the Board will pay the insurance premium of a vision care program (including

$58 for examination, $65 for single lenses, $73 for bifocals, $86 for trifocals, once every twelve

months; $73 for frames once every twenty-four months; or $200 for general purpose contact

lenses once every 12 months) for full-time individual members of the bargaining unit and their

families.

E. A telemedicine program will be provided for employee convenience and cost savings by the

District.

F. A Group Term Life Insurance Policy of $100,000 and double indemnity for accidental death and

dismemberment on all full-time employees will be continued and premiums paid by the District.

Such insurance shall allow for continuation at employee expense after leaving the district.

G. The Board, by payment of the premiums required to provide the coverages set forth in this

Agreement, shall be relieved from all liability with respect to the benefits provided by the

individual coverages. The failure of an insurance company to provide any of the benefits for

Page 16 - WAEA Contract

which it has contracted for any reason, shall not result in any liability to the Board of Education

or the Association, nor such failure be considered breech of any obligation by either of them.

H. The Board agrees to continue to carry General Liability Insurance covering employees, which

included in the basic policy coverage of at least $1,500,000 bodily injury and property damage,

including teacher liability in the classroom or on school business.

I. A Retirement Incentive Plan is offered under the following conditions:

The professional employee must retire under the Pennsylvania School Employees Retirement

System and have completed a minimum of ten (10) years of service at the Wallenpaupack Area

School District. Employees will forfeit the benefits outlined in this agreement if they fail to

establish a 403(b) plan with the approved vendor.

Benefits: Employees who qualify under this retirement plan shall be entitled to all of the

following benefits:

1. The retirement incentive will be equal to 35% of the last year’s salary times a factor

determined from the number of years of service at the Wallenpaupack Area School District.

Every ten (10) years equals 1.0 as a factor. Thus, 17 years of service equals 1.7, 20 years

equals 2.0, 27 years equals 2.7, etc. The amount will not exceed $60,000. For eligible

employees, the District contribution shall be deposited into a 403(b) tax sheltered annuity

account established by the eligible employee. The 403(b) account must be established prior

to separation of service.

2. The incentive will be paid at the employee’s discretion with the following options:

a. Two equal payments in two successive years, including year of retirement and next

calendar year.

b. Two equal payments in two successive years, including the calendar year after retirement

and the next calendar year.

c. Three equal payments in three successive years, including year of retirement, the next

calendar year, and following calendar year.

d. In special extreme cases, involving but not limited to health issues, payments listed in a,

b and c can be accelerated to be made in a single school year. Approval for this

acceleration must be by agreement between the Superintendent and the Association

President. If no agreement is reached, the acceleration will not be approved.

e. All lump sum payments will be made between July 1 and July 25 of each year.

f. Whenever possible, employees are requested to notify the district of their intent to retire

by April 1 of the year they plan to retire. This notification is not binding and failure to

notify the district by this date does not disqualify the employee from this retirement

incentive.

g. The board reserves the right to review the financial and educational impact of the

Retirement Incentive Program and if justified not to renew this option beyond June 30,

WAEA Contract – Page 17

2019; however, it is not the Board’s present intent to arbitrarily refuse to renew the

option.

3. A District contribution will be made into a 403(b) tax sheltered account in an amount equal

to the value of each eligible employee’s unused accumulated sick and personal leave

determined at a rate of $50.00 dollars per day, not to exceed 180 days or $9,000.00 dollars

(See Article X, Section S).

4. These are employer contributions and no cash options are available. Contributions are

limited to Section 415 limits.

5. In case of death prior to the exhaustion of employee’s retirement incentive or pay for

accumulated leave monies, a Health Retirement Account will be established for a surviving

spouse or dependents. Monies remaining in the deceased employee’s retirement incentive or

pay for accumulated leave account will automatically be transferred to the Health Retirement

Account immediately upon the death of the employee.

6. The District and the Association will review the 403(b) plan implementation annually and

will make adjustments if agreed to by the Association and District. If IRS regulations change

or it becomes necessary to discontinue the 403(b) plan, cash payments will be paid.

For administrative convenience, all District contributions into 403(b) accounts under this

Agreement shall be deposited into qualified 403(b) accounts established for each eligible

employee with approved Kades-Margolis vendor, who shall be responsible for administering

such programs.

The design of this agreement was intended to provide significant tax savings to the District and

to the employees of the District by depositing amounts hereunder directly into a 403(b) program

while permitting the employees to exercise investment control over the accounts until employees

elect to withdraw amounts from the account.

The benefits of this incentive are in addition to the other rights granted employees of the

collective bargaining agreement.

J. The members of the bargaining unit involved in graduate study will be reimbursed for all credits

completed with satisfactory grade, of "B" or better. All credits must be obtained at an accredited

institution or from approved accredited in-service sources. The rate of reimbursement per credit

for courses for which the employee actually pays the tuition will be as follows:

2016-17 $755

2017-18 $775

2018-19 $795

The employee shall request prior approval on all courses for which he/she seeks reimbursement.

This approval will not be denied without providing a valid reason. In no case will payment

reimbursed exceed the amount actually paid by the employee.

Page 18 - WAEA Contract

If the Superintendent is reluctant to approve a particular course, it shall be referred to the Act 48

Implementation Committee for review. A simple majority vote of the Act 48 Implementation

Committee approving the course will authorize approval to any member taking that particular

course. This provision is not intended to eliminate courses, but rather, to provide a procedure to

monitor and evaluate the quality of certain courses.

An official grade sheet and proof of payment, including the amount paid, must be furnished

before reimbursement will be made.

The employee shall be limited to movement of 3 salary columns (18 credits) per year. However,

there is no restriction on the number of credits for which the employee may be reimbursed and

credits above 18 will be banked for movement in subsequent years.

The district will recognize Wallenpaupack credit for the purpose of salary column movement. It

will be at the discretion of the teacher whether or not to opt for Wallenpaupack credit. The

district and the association will jointly develop the procedures for this program. These

procedures will be presented to the Act 48 Implementation Committee for approval and

oversight.

K. The hourly rate for activities such as detention, crowd control, cultural evenings, and similar

activities for teachers will be $34 in 2016-17, $35 in 2017-18, $36 in 2018-19.

L. Any teacher who uses his own vehicle for authorized school related travel, as defined and

delimited in other articles of this Agreement, shall be reimbursed per mile at the Internal

Revenue Service mileage rate.

M. The District will continue its policy of offering flu shots to all teachers on a voluntary basis.

N. Workmen's Compensation will be provided as required by the statutes of the Commonwealth of

Pennsylvania.

O. Homebound instruction, curriculum development, curriculum writing and instruction outside of

school hours will be reimbursed at a rate of $55 per hour in 2016-17, $56 per hour in 2017-18,

$57 per hour in 2018-19. Mileage will be paid at the Internal Revenue Service mileage rate for

homebound instruction.

P. Curriculum rate for a full day will be the per diem pay based on individual salaries; (salary

divided by 187 days) for less than a full day, curriculum rate will be at the rates listed in Section

O.

Q. Professional rate for staff development and educational meetings developed by the District

Administration will be reimbursed at a rate of $43 per hour in 2016-17, 2017-18, $44 per hour in

2018-19.

R. The Board will provide long-term disability to age 65, based on ninety (90) days waiting period

or exhaustion of sick leave, whichever comes later.

WAEA Contract – Page 19

This will provide two-thirds (2/3) of an individual's salary for the duration of the disability

excluding any benefits under Workmen’s Compensation, Teacher Disability Benefits, or Social

Security.

S. At retirement, employees will be paid a District contribution into a 403(b) tax sheltered account

in an amount equal to the value of each eligible employee’s unused accumulated sick and

personal leave determined at a rate of $50.00 dollars per day, not to exceed 180 days or

$9,000.00 dollars (See Article X, Section I).

T. All agreement documents required for any above mentioned benefits in this article shall be

available to the Association.

ARTICLE XI

MISCELLANEOUS

A. During the term of this Agreement, the Board will not conduct or cause to be conducted any form

of lockout.

B. During the term of this Agreement, the Association and its officers, representatives and members

will not cause, condone or participate in any form of strike, work stoppage or any other

interference with school operation.

C. This Agreement incorporates the entire understanding of the parties on matters which were or

could have been the subject of negotiation. During the term of this Agreement, neither party

shall be required to negotiate with respect to any such matter whether or not covered by this

Agreement and whether or not within the knowledge or contemplation of either or both of the

parties at the time they negotiated or executed this Agreement.

D. This Agreement shall be made available on the employee portal for all professional employees

now employed or employed during the duration of the Agreement. Copies will be made

available to those considered for employment.

E. This Agreement supersedes and cancels all previous Agreements between the Board and the

Association and constitutes the entire Agreement between the parties. Any amendment or

Agreement supplemental hereto shall not be binding upon either party unless executed in writing

by the parties hereto.

F. The Board agrees that all employees who are presently members of the Association shall be

subject to the "maintenance of membership" provision as defined in Article III, Subsection (18)

of the Public Employee Relations Act, Act 195.

G. Each nonmember in the bargaining unit represented by the Association shall be required to pay a

fair share fee provided for by Act 84 of 1988.

The District and the Association agree to comply with all provisions of Act 84 of 1988.

Page 20 - WAEA Contract

If any legal action is brought against the District as a result of any actions it is requested to

perform by the Association pursuant to this article, the Association agrees to provide for the

defense of the District at the Association's expense and through counsel selected by the

Association. The District agrees to give the Association immediate notice of any legal action

brought against it and cooperate fully with the Association in the defense of the case. If the

District does not cooperate fully with the Association, any obligation of the Association to

provide a defense under this article will cease.

The Association agrees in any action so defended to indemnify and hold harmless for any

monetary damages the District might be liable for as a consequence of its compliance with this

section; provided that there will be no indemnification or any damages resulting from any act of

willful misconduct on the part of the District or any failure by the District to properly perform its

obligations under this article.

The Association shall indemnify and hold the District harmless against any and all claims, suits,

orders, or judgments brought or issued against the District as a result of any action taken by the

District pertaining to the collection, calculation and dissemination of dues as agreed to in this

article.

H. Seniority means the status of employees with respect to total length of service with the employer.

Seniority shall be computed from the employee's most recent date of hire, including time and

placement on the agenda recorded in official school board minutes.

ARTICLE XII

GRIEVANCE PROCEDURE

Prior Step I

A claim by a temporary professional employee or professional employee or the Association that

there has been a violation, misinterpretation or misapplication of any provision of this Agreement or

any rule, order or regulation of the Board or the representatives may be processed as a grievance as

hereinafter provided.

In the event that a temporary professional employee or professional employee believes there is a

basis for a grievance, he/she shall first discuss the alleged grievance with his/her building principal

either personally or accompanied by his/her Association representatives.

Step I

If, as a result of the informal discussion with the building principal, a grievance still exists,

he/she may invoke the formal grievance procedure on the form provided by the Board signed by the

grievant and a representative of the Association, which form shall be available from the Association

representative in each building. A copy of the grievance form shall be delivered to the principal. If

the grievance involves more than one school building, it may be filed with the Superintendent or a

representative designated by him/her.

Within three (3) school days of receipt of the grievance, the principal shall meet with the

Association in an effort to resolve the grievance. The principal shall indicate his/her disposition of the

WAEA Contract – Page 21

grievance in writing within three (3) school days of such meeting, and shall furnish a copy thereof to

the Association.

Step II

If the Association is not satisfied with the disposition of the grievance, or if no disposition has

been made within three (3) school days of such meeting (or six (6) school days from the date of filing,

whichever shall be later), the grievance shall be transmitted to the Superintendent. Within five (5)

school days, the Superintendent or his/her designee shall meet with the Association on the grievance

and shall indicate his/her disposition of the grievance in writing within three (3) school days of such

meeting, and shall furnish a copy thereof to the Association.

Step III

If the Association is not satisfied with the disposition of the grievance by the Superintendent or

his/her designee, or if no disposition has been made within three (3) school days of such meeting (or

six (6) school days from the date of filing, whichever shall be later), the grievance shall be transmitted

to the Board by filing a written copy thereof with the Secretary or other designee of the Board. The

Board, no later than its next regular meeting or two (2) calendar weeks, whichever shall be later, may

hold a hearing on the grievance, review such grievance in executive session, or give such other

consideration as it shall deem appropriate. Disposition of the grievance in writing by the Board shall

be made no later than seven (7) days thereafter. A copy of such disposition shall be furnished to the

Association.

Step IV

If the Association is not satisfied with the disposition of the grievance by the Board, or if no

disposition has been made within the period above provided, the grievance may be submitted to

arbitration before an impartial arbitrator. If the parties cannot agree as to the arbitrator, he/she shall be

selected by the Bureau of Mediation as required by Act 195 according to its rules, which shall likewise

govern the arbitration proceeding. The Board and the Association shall not be permitted to assert in

such arbitration proceeding any ground or to rely on any evidence not previously disclosed to the other

party. The arbitrator shall have no power to alter, add to, or subtract from the terms of this

Agreement. Both parties agree to be bound by the award of the arbitrator and agree that judgment

thereon may be entered in any court of competent jurisdiction.

The fees and expenses of the arbitrator shall be shared equally by the parties.

The time limits provided in this Article shall be strictly observed but may be extended by written

agreement of the parties. In the event a grievance is filed after May 15th of any year and strict

adherence to the time limits may result in hardship to any party, the Board shall use its best efforts to

process such grievance prior to the end of the school term or as soon thereafter as possible.

If an individual professional employee has a personal complaint, which he/she desires to discuss

with a supervisor, he/she is free to do so without recourse to the grievance procedure. However, no

grievance shall be adjusted without prior notification to the Association and opportunity for an

Association representative to be present, nor shall any adjustment of grievance be inconsistent with

the terms of this Agreement. In the administration of the grievance procedure, the interests of the

Page 22 - WAEA Contract

professional employees shall be the sole responsibility of the Association. A grievance to be

considered under this procedure must be initiated by the teacher within sixty (60) calendar days from

the time when the teacher knew, or should have known, of its occurrence.

Page 24 - WAEA Contract

APPENDIX A

SALARY SCHEDULE

A. Credits beyond the Master’s Degree or Master’s Equivalency will be recognized for column

movement.

B. The head teacher in North Primary, North Intermediate and South Elementary will receive

$2,192 for up to five (5) teachers, plus $162 for each additional teacher, all exclusive of head

teacher during 2016-17. The head teacher in North Primary, North Intermediate and South

Elementary will receive $2,258 for up to five (5) teachers, plus $167 for each additional teacher,

all exclusive of head teacher during 2017-18. The head teacher in North Primary, North

Intermediate and South Elementary will receive $2,325 for up to five (5) teachers, plus $172 for

each additional teacher, all exclusive of head teacher during 2018-19.

C. Employees who started the 2015-2016 school year on the top step of the salary schedule will

receive a $1,400.00 longevity increase during the 2016-2017 school year and an additional

$1,400.00 longevity increase during the 2017-2018 school year. These longevity increases will

be in addition to the amount listed on the top step plus any previous longevity.

During the 2018-2019 school year, employees who were at the top step of the salary schedule

during the 2017-2018 school year and have received no previous longevity will receive a

$1,400.00 longevity increase. This longevity increase will be in addition to the amount listed on

the top step.

D. Each payroll check shall represent 1/26 of the yearly salary. Deductions shall be made on a

bi-weekly basis. Direct deposit can be arranged.

WAEA Contract – Page 25

Salary Schedule 2016-2017

LEVEL B M M+06 M+12 M+18 M+24 M+30 M+36 M+42 M+48 M+54 M+60

1 47,689 49,824 50,274 50,774 51,324 51,924 52,574 53,274 54,024 54,824 55,674 56,574

2 49,689 51,024 51,474 51,974 52,524 53,124 53,774 54,474 55,224 56,024 56,874 57,774

3 51,689 53,124 53,574 54,074 54,624 55,224 55,874 56,574 57,324 58,124 58,974 59,874

4 53,689 55,124 55,574 56,074 56,624 57,224 57,874 58,574 59,324 60,124 60,974 61,874

5 55,689 57,524 57,974 58,474 59,024 59,624 60,274 60,974 61,724 62,524 63,374 64,274

6 57,689 59,624 60,074 60,574 61,124 61,724 62,374 63,074 63,824 64,624 65,474 66,374

7 59,689 61,824 62,274 62,774 63,324 63,924 64,574 65,274 66,024 66,824 67,674 68,574

8 61,689 63,824 64,274 64,774 65,324 65,924 66,574 67,274 68,024 68,824 69,674 70,574

9 63,689 65,794 66,244 66,744 67,294 67,894 68,544 69,244 69,994 70,794 71,644 72,544

10 65,689 67,694 68,144 68,644 69,194 69,794 70,444 71,144 71,894 72,694 73,544 74,444

11 67,689 69,964 70,414 70,914 71,464 72,064 72,714 73,414 74,164 74,964 75,814 76,714

12 69,689 72,394 72,844 73,344 73,894 74,494 75,144 75,844 76,594 77,394 78,244 79,144

13 71,689 74,574 75,024 75,524 76,074 76,674 77,324 78,024 78,774 79,574 80,424 81,324

14 73,689 76,574 77,024 77,524 78,074 78,674 79,324 80,024 80,774 81,574 82,424 83,324

15 75,689 78,574 79,024 79,524 80,074 80,674 81,324 82,024 82,774 83,574 84,424 85,834

Salary Schedule 2017-2018 LEVEL B M M+06 M+12 M+18 M+24 M+30 M+36 M+42 M+48 M+54 M+60

1 48,439 50,574 51,024 51,524 52,074 52,674 53,324 54,024 54,774 55,574 56,424 57,324

2 50,439 52,574 53,024 53,524 54,074 54,674 55,324 56,024 56,774 57,574 58,424 59,324

3 52,439 53,874 54,324 54,824 55,374 55,974 56,624 57,324 58,074 58,874 59,724 60,624

4 54,439 55,874 56,324 56,824 57,374 57,974 58,624 59,324 60,074 60,874 61,724 62,624

5 56,439 58,294 58,744 59,244 59,794 60,394 61,044 61,744 62,494 63,294 64,144 65,044

6 58,439 60,374 60,824 61,324 61,874 62,474 63,124 63,824 64,574 65,374 66,224 67,124

7 60,439 62,574 63,024 63,524 64,074 64,674 65,324 66,024 66,774 67,574 68,424 69,324

8 62,439 64,574 65,024 65,524 66,074 66,674 67,324 68,024 68,774 69,574 70,424 71,324

9 64,439 66,544 66,994 67,494 68,044 68,644 69,294 69,994 70,744 71,544 72,394 73,294

10 66,439 68,444 68,894 69,394 69,944 70,544 71,194 71,894 72,644 73,444 74,294 75,194

11 68,439 70,704 71,154 71,654 72,204 72,804 73,454 74,154 74,904 75,704 76,554 77,454

12 70,439 73,134 73,584 74,084 74,634 75,234 75,884 76,584 77,334 78,134 78,984 79,884

13 72,439 75,224 75,674 76,174 76,724 77,324 77,974 78,674 79,424 80,224 81,074 81,974

14 74,439 77,224 77,674 78,174 78,724 79,324 79,974 80,674 81,424 82,224 83,074 83,974

15 76,439 79,224 79,674 80,174 80,724 81,324 81,974 82,674 83,424 84,224 85,074 86,474

Page 26 - WAEA Contract

Salary Schedule 2018-2019

LEVEL B M M+06 M+12 M+18 M+24 M+30 M+36 M+42 M+48 M+54 M+60

1 49,189 51,324 51,774 52,274 52,824 53,424 54,074 54,774 55,524 56,324 57,174 58,074

2 51,189 53,324 53,774 54,274 54,824 55,424 56,074 56,774 57,524 58,324 59,174 60,074

3 53,189 55,324 55,774 56,274 56,824 57,424 58,074 58,774 59,524 60,324 61,174 62,074

4 55,189 56,639 57,089 57,589 58,139 58,739 59,389 60,089 60,839 61,639 62,489 63,389

5 57,189 59,144 59,594 60,094 60,644 61,244 61,894 62,594 63,344 64,144 64,994 65,894

6 59,189 61,224 61,674 62,174 62,724 63,324 63,974 64,674 65,424 66,224 67,074 67,974

7 61,189 63,324 63,774 64,274 64,824 65,424 66,074 66,774 67,524 68,324 69,174 70,074

8 63,189 65,324 65,774 66,274 66,824 67,424 68,074 68,774 69,524 70,324 71,174 72,074

9 65,189 67,289 67,739 68,239 68,789 69,389 70,039 70,739 71,489 72,289 73,139 74,039

10 67,189 69,189 69,639 70,139 70,689 71,289 71,939 72,639 73,389 74,189 75,039 75,939

11 69,189 71,449 71,899 72,399 72,949 73,549 74,199 74,899 75,649 76,449 77,299 78,199

12 71,189 73,879 74,329 74,829 75,379 75,979 76,629 77,329 78,079 78,879 79,729 80,629

13 73,189 75,969 76,419 76,919 77,469 78,069 78,719 79,419 80,169 80,969 81,819 82,719

14 75,189 77,969 78,419 78,919 79,469 80,069 80,719 81,419 82,169 82,969 83,819 84,719

15 77,189 79,969 80,419 80,919 81,469 82,069 82,719 83,419 84,169 84,969 85,819 87,219

WAEA Contract – Page 27

Placement / Compaction at End of Year

2012-2013 Level / Years of Service

Level Compacted Level YEARS OF SERVICE

1,2 1 1,2

3,4 2 3,4

5,6 3 5,6

7 4 7

8 5 8,9

9 6 10,11,12

10 7 13,14,15

11 8 16,17

12 9 18

13 10 -

14 11 19,20

15 12 -

16 13 21,22,23,24

17 14 -

18 15 25,26,27,28,29,30,31

Page 28 - WAEA Contract

Placement / Compaction at End of Year

2015-2016 Level / Years of Service

Level YEARS OF SERVICE

1 1

2 2

3 3

4 4,5

5 6,7

6 8,9

7 10

8 11,12

9 13,14,15

10 16,17,18

11 19,20

12 21

13 -

14 22,23

15 -

WAEA Contract – Page 29

Placement

2018-2019 Level / Years of Service

Level YEARS OF SERVICE

1 1

2 2

3 3

4 4

5 5

6 6

7 7,8

8 9,10

9 11,12

10 13

11 14,15

12 16,17,18

13 19,20,21

14 22,23

15 24+

Page 30 - WAEA Contract

Appendix B

Athletic Salaries

Athletic Salaries will be computed on the following basis:

Base pay x Number of Weeks x Percentage Factor for Years of Experience x Percentage

Factor for Number of Participants = Salary

Base Pay Computations 2016 - 2019

Head Coach

2016-2017 $598

2017-2018 $616

2018-2019 $635

Assistant Coach

2016-2017 $440

2017-2018 $453

2018-2019 $467

The co-curricular salary schedule for 2016-2019 reflects an increase of 3% per year.

Salary Adjustment - Key

Percentage Factor Per Years of Experience (Experience outside the district in same activity, same level position will count for experience factor.)

1st year (no experience) 1.00

2nd year

1.05

5th year

1.10

10th year

1.20

15th year

1.30

Percentage Factor for Number of Participants

1 to 15

= 1.000

16 to 30

= 1.025

31 to 45

= 1.033

46 to 60

= 1.050

over 60

= 1.066

Multiple sports bonus:

$125 bonus for coaching two sports during the same school year

$250 bonus for coaching three sports during the same school year

WAEA Contract – Page 31

Appendix B

2016-17 2017-18 2018-19

Art Club 2,436 2,509 2,584

Astronomy Club 2,860 2,946 3,035

Art Director - NP 2,730 2,811 2,896

Art Director - NI 2,730 2,811 2,896

Art Director - SE 2,730 2,811 2,896

Athletic Director 17,941 18,479 19,033

A.V. Coordinator - NI 5,156 5,311 5,470

A.V. Coordinator - SE 2,192 2,258 2,325

Band Front - HS 3,441 3,544 3,651

Bell Choir 3,699 3,810 3,924

Central Treasurer - HS 2,849 2,934 3,022

Cheerleading HS

Fall - 3 positions 5,286 5,445 5,608

Winter - 3 positions 6,168 6,353 6,543

Chess Club 1,063 1,095 1,128

Class Advisor - HS

Grade 9 (2 positions) 1,229 1,266 1,304

Grade 10 (2 positions) 1,502 1,547 1,593

Grade 11 (2 positions) 1,908 1,965 2,024

Grade 12 (2 positions) 2,730 2,811 2,896

Computer Coordinator

HS (1 positions) 5,180 5,335 5,495

MS (1 position) 5,180 5,335 5,495

NI (1 position) 5,180 5,335 5,495

NP (1 position) 5,180 5,335 5,495

SE (1 position) 5,180 5,335 5,495

Co-Curricular Positions

Page 32 - WAEA Contract

2016-17 2017-18 2018-19

Drama HS (Fall)

Director 5,774 5,947 6,126

Assistant Director 3,046 3,137 3,231

Manager 2,723 2,805 2,889

Drama Musical HS (Spring)

Director 6,105 6,288 6,477

Assistant Director 5,609 5,778 5,951

Manager 3,025 3,116 3,209

Pit Band 2,864 2,950 3,039

Musical Director 5,610 5,779 5,952

Drama HS (Year Long)

Technical Director 2,723 2,805 2,889

Set Construction 2,723 2,805 2,889

Set Painting 2,853 2,939 3,027

Drama MS

Director 5,113 5,266 5,424

Assistant Director 3,046 3,137 3,231

Drama SE (2 Positions) 1,232 1,269 1,307

Emergency Responders Club 1,650 1,700 1,750

Environmental Club (2 positions) 2,248 2,316 2,385

FCCLA 3,400 3,502 3,607

FBLA (2 positions) 3,669 3,779 3,892

Foreign Language Club - HS 1,591 1,639 1,688

Forensics (2 positions) 5,642 5,812 5,986

High Performance Club 1,191 1,226 1,263

Induction Mentor (multiple positions) 2,192 2,258 2,325

Instrumental Music - HS 6,052 6,234 6,421

Instrumental Music - MS 3,134 3,228 3,325

Instrumental Music - Beginning Band 2,730 2,811 2,896

Library Club - SE 1,502 1,547 1,593

WAEA Contract – Page 33

2016-17 2017-18 2018-19

Literary Magazine 2,125 2,189 2,254

Local History 1,817 1,871 1,928

Marching Band - HS 617 635 655

(per approved performances )

Marching Band Assistant 4,000 4,120 4,244

Memory Book - MS 3,409 3,512 3,617

National Honor Society - HS 1,779 1,832 1,887

National Honor Society - MS 891 918 945

Rachel's Challenge 1,340 1,380 1,422

SADD - HS 1,339 1,379 1,421

Scholastic Team Advisor - HS 5,219 5,376 5,537

Science Olympiad - HS 7,328 7,548 7,775

Science Olympiad - MS 6,533 6,729 6,931

Senior Project Advisor 3,937 4,055 4,176

Show Choir - HS 3,460 3,564 3,670

Show Choir - MS 1,600 1,648 1,697

Skills USA 3,761 3,873 3,990

Stage Crew - HS 2,594 2,671 2,751

Stage Crew - MS 2,594 2,671 2,751

Student Assistance Program (multiple positions)

HS 2,521 2,597 2,675

MS 2,521 2,597 2,675

NI 2,521 2,597 2,675

NP 2,521 2,597 2,675

SE 2,521 2,597 2,675

Student Council - HS 6,052 6,234 6,421

Student Council - MS 4,000 4,120 4,244

Student Council - NI 1,502 1,547 1,593

Student Council - SE 1,502 1,547 1,593

Page 34 - WAEA Contract

2016-17 2017-18 2018-19

Technology Student Association 4,868 5,014 5,164

Video Club 3,504 3,609 3,717

Vocal Music - HS 3,953 4,072 4,194

Vocal Music - MS 3,134 3,228 3,325

Vocal Music - NI/Kind 2,730 2,811 2,896

Vocal Music - NP 2,730 2,811 2,896

Vocal Music - SE 2,730 2,811 2,896

Volunteers in Paupack 3,571 3,678 3,788

Weight Training - HS

Winter 41 Sessions 3,886 4,003 4,123

Spring 41 Sessions 3,886 4,003 4,123

Summer 16 Sessions 1,516 1,562 1,608

Yearbook HS 9,918 10,215 10,522

Youth Prints 1,754 1,807 1,861

A single position may be shared by sharing the indicated salary.

Positions are single unless otherwise noted.

The stipends include extended season responsibilities.

Salary Adjustment - Key

Percentage Factor Per Years of Experience

(Experience outside the district in same activity, same level position will count for experience factor.)

1st year

(no

experience) 1.00

2nd year

1.05

5th year

1.10

10th year

1.20

15th year

1.30

WAEA Contract – Page 35

APPENDIX C

SICK LEAVE BANK GUIDELINES

I. Membership

A. The sick leave bank is voluntary for members of the bargaining unit and only participating

members may benefit from the program.

B. To become a participating member of the sick leave bank, a bargaining unit member must

donate one (l) sick day within 30 days of his/her employment or the beginning of the

1985-86 school year.

C. Unit members deciding to participate in the program more than 30 days after initial

employment must donate all sick days they would have been liable for from their initial

date of employment or from the beginning of the 1985-86 school year.

D. Bargaining unit members who join the sick leave bank after more than 30 days beyond

time of initial employment will not become eligible for benefits from the bank for one year

beyond the time they become members of the Sick Leave Bank.

E. A yearly assessment of 1 sick day will be charged each participating member until the Sick

Leave Bank has in excess of 750 days. When the excess of 750 days has been reached, an

accounting will be made for all members who began employment after the beginning of

the 1985-1986 school year listing the number of days needed to reach the same number

contributed by members in the bank since its inception. These members will continue to

contribute one (1) sick day per year until the deficit is made up. If at any time the Bank

falls below 650 days, the assessment will be reinstated for all participating members at the

start of the next school year.

(For example, if the magic number of 750 is reached during the 1990-1991 school year,

members in the bank since its inception will have contributed 6 days. Therefore, all

members should contribute 6 days and a new teacher would begin contributing one day

each year until reaching 6 days. If it becomes necessary for everyone to contribute again,

the number for new teachers would increase to 7.)

II. Qualifications for Use of the Sick Leave Bank

A. Accumulated Sick Leave. All accumulated sick leave must have been used before an

individual is eligible for any sick leave bank days.

B. Accumulated Personal Leave. All accumulated personal leave must have been used

before an individual is eligible for any sick leave bank days.

C. Waiting period. For an individual to receive any benefit from the sick leave bank, all

accumulated sick and personal leave must be exhausted. The point in time at which an

individual shall become eligible for benefits shall be based upon the amount of sick and

personal leave accumulated by the individual as of September 1 of the contract year in

which the request for benefits is made. (This total will include accumulated totals from

the previous year and the ten (10) sick days and three (3) personal days to which the

Page 36 - WAEA Contract

individual is entitled for the new contract year.) The following scale demonstrates the

waiting period and is based upon accumulated sick and personal leave. The waiting period

is measured in scheduled work days.

Accumulated Leave* Waiting Period

Up to 18 days 3

more than 18 2

more than 36 1

more than 54 0

*Accumulated leave shall mean all sick and personal leave.

D. Teachers using the bank will be expected to pay back days used at a rate of not less than

two days per year in each year following their bank use. The review committee may

postpone this requirement in any year when additional illness occurs and the committee

feels such postponement is warranted.

E. If a member of the bargaining unit owes days to the sick bank and resigns for any purpose,

any accumulated sick or personal days must be used to repay the sick bank. These days

must be repaid prior to consideration for reimbursement from the District (Article X,

Section I, Item 3).

III. Review of Cases

All cases shall be reviewed for final decision by the Sick Leave Bank Committee which is

composed of the Association President and the Superintendent.

IV. Distribution of Days by the Sick Leave Bank

A. Under most circumstances, the Sick Leave Bank Committee may grant from ten (10) days

to sixty (60) days per individual request from the bank.

B. If need exists for leave beyond the days granted in item A, the Request-For-Use Form

shall be resubmitted to the Sick Leave Bank Committee. This procedure can continue

until a maximum of sixty (60) days has been granted from the Bank.

C. Bargaining unit members who have used a maximum of sixty (60) days from the Bank

shall not be eligible for Bank benefits. When they have worked a full school year after

using the last sick bank day, they shall again be eligible.

V. Distribution of Forms

Copies of the Request-For-Use Form shall be sent to:

A. Wallenpaupack Area Education Association

B. Sick Leave Bank Committee

C. Individual Requestor

WAEA Contract – Page 37

VI. Reporting Procedures

There shall be an accounting of the status and use of the Sick Leave Bank at the beginning of

each contract year.

This accounting shall be shared with the Association President and the Superintendent within 30

days of the start of school.

Individual's names shall not be published.

VII. Review Procedures

A. The Sick Leave Bank Committee shall review these guidelines annually.

B. It is recommended that the review take place at the time of accounting provided for in VI.

Page 38 - WAEA Contract

SICK LEAVE BANK

Request – For – Use Form

PERSONAL DATA

Name ______________________________________ SS # _______________________

Address (Home) ________________________________________________________

School _____________________________________ Position ____________________

Telephone (Home) ___________________________ School _____________________

EMPLOYMENT DATA: Date employed ____________________________________

Date enrolled in Sick Leave Bank ___________________________________________

STATEMENT CONCERNING SICK LEAVE BANK USE

(Please check all appropriate boxes.)

( ) All accumulated sick leave and personal leave has been used by me. (See guidelines)

( ) I authorize the Sick Leave Bank Committee to check my sick leave and personal leave records.

( ) I agree to the pay back procedure in II D.

Number of days requested _________________________________________________

Reason for Request: Attach a statement to this form indicating the circumstances for which you are

requesting this additional sick leave. (Accident, operation, etc.)

Anticipated date of return to work __________________________________________

(Actual Date Returned ___________________________________________________ )

(for committee use only)

I understand that any unused sick leave days will be returned to the Sick Leave Bank.

Signature___________________________________________ Date _______________

================================================================

FOR USE BY SICK LEAVE BANK COMMITTEE:

Date request received _________ Date request reviewed ___________

Date request approved _________ Date request denied ___________

If denied, reason ________________________________________________________

ALL UNUSED days are RETURNED to the bank.

WAEA Contract – Page 39

WALLENPAUPACK AREA EDUCATION ASSOCIATION

SICK LEAVE BANK

Request - For - Use Form

REQUEST FOR EXTENSION

Date of request ___________________________________________________________

Number of additional days requested __________________________________________

Signature _______________________________________ Date ____________________

================================================================

FOR USE BY SICK LEAVE BANK COMMITTEE:

Date request received for extension ___________________________________________

Date request reviewed ______________________________________________________

Date extension approved ____________________________________________________

Number of days given ______________________________________________________

Date extension denied ______________________________________________________

If denied, reason __________________________________________________________

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________